BRENTWOOD — If you attend or watch Brentwood City Council meetings, you’ve probably noticed a stream of people wearing white T-shirts with “can you see us” on the front walking up to the chamber’s podium to speak.
They are members of unions representing some 228 employees frustrated over how long it is taking to negotiate new contracts. Despite negotiations dating back to January, employees claim they have not made much progress, even as current contracts expired in June.
Despite months of negotiations, employees claim they have not made much progress. Jaylene Walker, the president of Brentwood Employees’ Association-Miscellaneous Office Division, said her group submitted 20 proposals, withdrew one and received verbal rejections from the city on 10. They are in the dark as to why their proposals were rejected.
“We did ask for clarification for at least four (proposals), on which we are still waiting for responses. Proposals were sent to the city as requested, all at once in March, and we did not hear anything about them or receive any responses until May,” Walker said. “Overall, between the four associations, there was close to 60 proposals I believe (sent to the city).”
Other unions at the bargaining table are the Brentwood Employees’ Association-Public Works Division, the Brentwood Managers and Confidential Employees’ Association and the Brentwood Supervisors and Professionals Employees’ Association. The unions represent a variety of workers, from police dispatchers, park maintenance workers, electricians and employees in the solid waste division.
Brentwood City Manager Tim Ogden said it is typical for negotiations in public agencies to involve several rounds of back-and-forth. While he is unable to divulge details due to the confidentiality of negotiations, Ogden said the city is optimistic that more “common ground” will be found and that final agreements will be agreed upon “soon.”
“The City Council reaffirms that they see and hear employees and appreciate their insights and feedback through this complicated process,” said Ogden, adding that “progress is forthcoming.”
Union representatives say they cannot give details about their proposals because the negotiations are ongoing. Once an agreement is reached, the terms will be drafted and reviewed before formally being approved at a council meeting.
Walker said one of the organization’s main concerns is getting members a fair and equitable contract. The city recently conducted a classification and compensation study that could create job changes and possibly result in some employees not receiving a wage increase until their salary falls within a certain range.
Walker said the associations did not ask or agree to a full classification and compensation study.
“Our human resources department director found the consultant and hired them with the city council’s approval,” Walker said. “No one ever talked about the effects it would have on employees or met and conferred with the associations in regards to the plans for the full study and what the intent was to be accomplished.”
Walker added that most associations feel the study does not accurately reflect the duties or job specifics for each department within the city.
“The classifications have all been made extremely generic and to cover broad bases. It also removed positions and has taken away career growth opportunities,” she said.
Brentwood Supervisors and Professionals Employees’ Association president Debra Galey said her group, representing 40 members, has sent in 17 proposals but is frustrated because they have not received feedback from the city.
“I have no idea why we have not been able to reach a resolution,” she said.
Galey, who has been working with the city for over two decades, said it’s pertinent to have an industry-average salary to attract and retain quality employees. She said Brentwood has always had a reputation of providing good quality service and city staff being responsive to residents.
“If we have constant turnover and vacant positions, we are unable to provide those services. Competitive wages and benefits are part of attracting and retaining employees,” she said.
Another employee, Sonia Cardinale, said it is imperative that city employees be given the compensation and benefits they deserve as they continue to work hard to ensure the well-being of residents, maintain the city’s infrastructure and keep the city running smoothly.
“Many struggle to make ends meet and provide for their families due to stagnant wages and rising living costs,” she said. “City employees deserve to be able to afford the necessities of life, healthcare, housing, and education for their children. It’s sad and unacceptable that some are forced to worry about these things while continuing to give our all to our community.”
Ogden said the city currently has an about eight percent vacancy rate, including 10 newly authorized positions approved in the budget that are still in the recruitment process. He said the city is “committed” to recruiting and retaining a qualified and diverse workforce to support community needs.
He also said the city maintains a 10-year financial forecast to ensure it is financially sound to maintain services and amenities in the community.
The forecast incorporates many variables, including the growing cost impacts of unfunded pension and retiree medical benefits and the costs of providing community services and new amenities. “Costs are compared to revenue projections, primarily driven by property and sales tax projections from third-party consultants and new revenues from planned development.
“Employee’s fair compensation is a top priority, and the city council is carefully weighing all their options in the negotiations with the ten-year model in mind,” he said.
